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Staffing News Online

NJSA's Staffing News Online is a monthly e-newsletter that is available to the staffing industry.  The content for Staffing News Online comes directly from our industry partners.  If you are an NJSA industry partner and would like to submit content for Staffing News Online, please email office@njsa.com with your article.

  • Friday, March 27, 2020 10:54 AM | Denise Downing (Administrator)

    Submitted by Kieran Cleary, TAC Benefits Group, LLC

    The COVID-19 virus came as a shock to everyone. With its fast spread and deadly symptoms, the government at the state and federal level was quick to enact a plan of action, requiring certain businesses to shut down indefinitely. This caused business owners and their employees to scramble. The virus has fundamentally changed both the economic and political landscapes in the U.S. for the foreseeable future. To stop the bleeding, two legislative packages have already been enacted by Congress, with a third “economic stimulus” package approved by the Senate. The economic stimulus bill is scheduled for a vote in the house first thing Friday morning. It is expected to pass and be signed by the President in fast order. You should consult with your tax attorney or economic advisors to determine for what benefits or loans of the economic stimulus your business and your employees will be eligible. This article will explain the emergency legislation and the affect it will have on group benefits and FMLA.

    H.R. 6201, The Families First Coronavirus Response Act, was passed by Congress on March 18, 2020. The relief package contains several provisions that affect employers, including staffing companies. First and foremost, the FFCRA requires health insurance companies to waive cost-sharing charges for FDA-approved COVID-19 testing. Cost-sharing includes copayments, co-insurance and deductibles. So, if you feel symptoms, get tested. The package also requires cost sharing to be waived for telemedicine, doctor visits, urgent care visits, and visits to the ER, so long as these are related to COVID-19. If you are self-funded you should consider adding a telemedicine program to your plan. If fully insured, you should confirm that your carrier plan has telemedicine.

    New Jersey has expanded on this law by ordering health insurers to make sure their telemedicine networks are adequate. Insurers should cover out-of-network telemedicine visits if in-network options aren’t available. Also, health insurers can’t impose pre-authorization requirements on medically necessary treatment that is delivered via telemedicine. Telemedicine is especially important in this uncertain time because you can use this service by phone or video and the health provider can make a diagnosis, when possible, and prescribe medicine and tests, allowing you to stay home as often as possible.

    The Families First Coronavirus Response Act also includes two complementary but distinct emergency paid leave provisions, generally applicable to employers with fewer than 500 employees and financed through refundable tax credits. To determine if you are 500 employees or more you should use the ACA formula and look back 12 months. These provisions will become effective no later than April 1, 2020 and will expire at the end of the year. The first of the provisions, The Emergency Family and Medical Leave Expansion Act requires employers to provide public health emergency leave under the Family and Medical Leave Act of 1993 (FMLA). This applies when an employee is unable to work due to the need to care for a child under the age of 18, because of school or childcare provider closings. Here’s what the provision includes…

    • First 10 days of leave may be unpaid, unless employee elects to substitute paid leave (including emergency paid sick leave), and remainder of 12-week leave must be paid
    • Paid leave must be at least two-thirds of regular rate of pay, up to $200/day and $10,000 in the aggregate
    • Entitlement extends to employees who have been employed for at least 30 days eligible for leave, in contrast to FMLA’s 12-month/1,250-hour rules
    • Note that this new leave entitlement is not available on account of actual COVID-19 infection

    The second of the two paid leave provisions, The Emergency Paid Sick Leave Act requires certain employers to provide up to two weeks of paid emergency “sick” and “caring for” leave. This applies when employee is unable to work due to the following COVID-19-related reasons…

    • Employee is subject to –or is caring for someone subject to –Federal, State, or local quarantine or isolation order
    • Employee has been advised by –or is caring for someone advised by –health care provider to self-quarantine
    • Employee is experiencing symptoms and seeking medical diagnosis
    • Employee is caring for son or daughter whose school or place of care has been closed, or childcare provider unavailable, due to COVID-19 precautions
    • Employee is experiencing substantially similar condition specified by Health and Human Services in consultation with Treasury and Labor

    The entitlement is based on 80 hours for full-time employees and two-week average for part-time and hourly employees, and special rules for employees with varying schedules based on 6-month look back or reasonable expectation at time of hire. This has a direct impact on the staffing industry due to short-term, contingent nature of temporary workers’ jobs. We believe that for temporary workers, hours should be based on the hours employees are scheduled to work over the course of their assignment. Only if the assignment does not have a defined end date or the hours are not specified, would the calculation of hours worked be based on an employee’s reasonable expectation at the time of hire. Conditions of the EPSLA provision are as follows…

    • Paid “sick” leave capped at $511/day and $5,110 in the aggregate
    • Paid “caring for” leave must be at least two-thirds of regular rate of pay, up to $200/day and $2,000 in the aggregate, complementing new FMLA entitlement
    • Leave must be provided immediately, no waiting period
    • Act restricts carryover of leave from one year to the next, and unused leave need not be paid out after termination of employment

    The Department of Labor can provide an exception for employers with fewer than 50 employees based on the assumption that the provisions in H.R. 6201 could jeopardize ongoing business viability. This exception could potentially become problematic for the staffing industry due to the large numbers of temporary employees who work on short-term assignments versus the number of permanent staff that operate the business. The American Staffing Association is advocating for the use of the SBA revenue-based test ($30 million annual revenue) for defining small business. Additional guidance from the DOL on this matter is forthcoming.

    Additionally, the American Staffing Association is seeking guidance on issues that as written are not clear, or that would become an ongoing issue for the staffing industry. For additional information on the impact of COVID-19 on your employee benefits program or FMLA, please visit our website at www.tacbenefitsgroup.com.

    Remember to wash your hands, avoid large gatherings, disinfect, and to enjoy the extra time with family. To all our friends in the NJSA, please stay safe!


  • Thursday, March 26, 2020 1:18 PM | Denise Downing (Administrator)

    Submitted by Michael Yarrow with Withum

    The coronavirus (COVID-19) is negatively impacting the physical and mental health of a large number of people, here and abroad.

    The daily lives of everyone have changed as virtually all schools, businesses and many public places have been forced to close. Individuals who were accustomed to going to their business every day are working from home and limiting their exposure to others.

    As a result of these changes, many businesses are in the midst of a severe cash crunch. Revenue is not being generated at previous levels, while a great many expenses still need to be paid. One avenue available to companies is the Small Business Administration (SBA). The SBA is offering Economic Injury Disaster Loans of up to $2.0 million for every affected small business and not for profit organization.

    On March 20, 2020, the SBA approved New Jersey’s disaster declaration. As a result, New Jersey businesses and not for profit organizations can now accept online applications for the Economic Injury Disaster Loans. The link to access the loan application is: DisasterLoan.sba.gov.

    The loans may be used to pay fixed expenses, payroll, accounts payable and other bills that cannot be paid as a result of the pandemic. The interest rate is 3.75% for small businesses and 2.75% for non-profit organizations. Payment can be made for a period of up to ten years.

    Applicants will be required to provide:

    1. The last three year’s financial statements and tax returns.
    2. The last three year’s personal financial statements and tax returns of any entity in which an individual has or had an interest of greater than 20%.
    3. Accounts receivable and accounts payable aging schedules as of the loan application date.
    4. Form 4506-T which allows the IRS to share your tax data with the SBA.

    In addition to the above, there is a proposal afoot which, if approved by the United States Senate, would provide $300 billion for small businesses to meet immediate financial obligations. The proposal would further allow for the loans to be converted to grants as long as they are used solely for payroll and regular operating expenses. Another proposal under consideration would waive what is known as the 7(a) upfront guarantee fee and any annual borrower fees, while the loans are outstanding. In addition the SBA would guarantee up to 90% of the loan balance instead of the typical 75%, in order to entice banks to loan the necessary funds.

    Currently, the SBA website is experiencing heavy traffic, so it may be best to access the website on off-hours. Withum is experienced in the SBA market and regularly helps clients prepare SBA loan applications and performs business valuations for banks that offer SBA loans. We will keep you apprised of any future developments as they arise. Please feel free to reach out to either Tom Reck or Brian McIntyre should you have any questions.

    In addition to SBA loans, there are discussions regarding whether losses as a result of COVID-19 are covered by insurance. The New Jersey Legislature has discussed a bill that would force insurers to pay COVID-19 business interruption claims specifically disallowed by a virus exclusion. Our colleague, Jessica Hollobaugh, wrote about this in detail at: COVID-19 Business Interruption Losses and COVID-19: Recovering Business Interruption Losses. Please feel free to peruse these pieces.

    Finally, it appears that bankruptcy may be the best remedy, please see the article written by Ken DeGraw, Considering a Bankruptcy Filing?. Ken is well versed in bankruptcy matters, so please feel to reach out to him with any questions.

    Click here to read the article online.

  • Thursday, March 26, 2020 10:54 AM | Denise Downing (Administrator)

    Submitted by Assurance

    The World Health Organization has reported that Coronavirus has infected more than 80,000 individuals worldwide, with deaths over 3,000. Currently, in the United States, there are 86 confirmed cases of COVID-19*. Fear of a potential pandemic has led many countries to cancel flights from highly effected countries, institute quarantine procedures, and close borders. Many organizations have taken steps to eliminate any unnecessary business travel overseas. In light of these unusual circumstances, Assurance advises companies to review their insurance policies, specifically those with Business Interruption and Commercial General Liability coverage.

    You may not realize that standard un-endorsed Business Interruption policies will not extend to business interruption caused by a bacteria or virus. More recently, in response to the SARS and other outbreaks, many insurers added specific exclusions for bacterial or viral outbreaks in standard business-interruption policies. As an example, AIG paid out $16 million alone to one of its insureds, Mandarin Oriental International, who claimed business interruption from the SARS epidemic. In response, insurers learned a costly lesson from the SARS outbreak and viewed economic losses from epidemics as infeasible to the industry and began to exclude coverage.

    However, there may be endorsements available that do include specific language that extends coverage to “infectious disease”. This clause is referred to as the ID Extension. This ID extension may be triggered in the case of a loss related to the closure of your business due to an “order of a competent public authority as the direct and sole result of any infectious or human contagious disease.” To clarify, a competent public authority is a government entity that has ordered the interruption of one’s business operations.

    In order to submit a claim as part of this the insurance process, know that you will need government documentation of such an order. In addition, even in the case of an order, some policies will only respond to the claim IF the virus is present at the business. This means that simply closing your business as a precautionary measure (without the virus being present) may not be covered by your insurance policy. This does not take into account any losses related to supply chain or contingent business interruption.

    Should a pandemic outbreak occur, the Commercial General and some Professional Liability policies may provide a legal defense in case of a claim. It is important for the employer/company to clearly demonstrate that reasonable safeguards (duty to protect) have been taken. If the insurance company does accept responsibility for the claim, the insurer will be responsible for “bodily injury”, “personal injury”, and/or “property damage”. Should an organization fail to protect people from infectious disease through negligence or is found liable, insurance may not cover the claim.

    If you happen to have a claim that may be related or caused by the coronavirus, please contact your claims advocate at Assurance for assistance with policy review and coverage questions.

    Click here to read the article online.

  • Thursday, March 26, 2020 10:51 AM | Denise Downing (Administrator)

    Submitted by Avionte

    We’re sure by now you’ve seen no less than 20 or so emails, hundreds of news articles and perhaps thousands of social posts regarding COVID-19 and how businesses plan to take precautionary measures to prevent the spread of the virus.

    While no doubt, many of these commutations are extremely important, lifesaving in some cases, this post is different.

    Listed below is a collection of learnings and advice that we’ve gathered as a company over the last few weeks that can genuinely help your business embrace the “new normal” and continue doing what we as an industry do best, putting the nation to work.

    Getting the Most out of Video

    Do you remember how magical it was in the past decade once FaceTime came out? It really turned science fiction into science fact and allowed people to communicate in a whole new, personable way. Fast forward to 2020 and video has advanced significantly. There’s something more meaningful about seeing someone’s face vs. just their voice in a remote office setting.

    At Avionté, using video chat vs. phone conversation is not enforced but it is heavily encouraged. Why? It creates a sense of team.

    Being able to video chat someone instantly is similar to life back in the office when you could just walk up to a co-worker and ask them a question. Additionally, it adds a sense of professionalism. If you know you might have to be “camera-ready” while working from home, it adds a layer of purpose to your day and comes in handy when a client or boss calls.

    Frequent Communication

    Our executive team has been fully transparent with what the company is doing and what they are planning on doing with the evolving situation. This helps tremendously keep employees, clients, prospects and partners at ease knowing what’s next. Here’s four communication methods that have been working well:

    • Opened up an internal chat group – This digital chat group provides the perfect environment for employees to ask questions, seek answers and offer daily doses of encouragement.
    • Daily email updates – Every weekday, an email is sent out from the executive team, sometimes just the CEO, Karl Florida, with updates, encouragements and a touch of humor to keep employees motivated and informed.
    • Open digital door policy – While the entire company is working remote, there’s an open digital door policy where employees can easily ask the executive team questions.
    • Email blast to all clients, prospects, employees and partners – Even though many companies are actively doing this, it’s still important to communication to the broader community what your business is doing about the COVID-19 pandemic. Check out Avionte’s email blast.

    Tips for Working from Remote

    Working from home is definitely a “new normal” for many people, especially at our office where only a handful of folks BC (Before Coronavirus) worked remotely. To help ease others into the remote work lifestyle, we had our full-time remote employees send in their top tips for working productively from home. Here’s a small collection of their ideas:

    • Make your home office cozier by adding a plant, candle or placing it near a window with lots of sunshine
    • Workout before you start your remote day
    • Get dressed the way you would as if you’re going to the office
    • Stock up on delicious coffee (any coffee that’s better than the free stuff in the office)
    • Get into a morning routine
    • Take frequent short breaks to keep the blood flowing

    Humor

    In these perilous and uncertain times, humor still remains one of the best medicines when used appropriately. Whether that be memes, light-hearted dad jokes or even poking fun of the situation you’re in, humor is an excellent tool to keep moral high.

    Here’s a few family-friendly jokes about the staffing industry for your enjoyment!

    I once placed a firefighter for a job order only to find out they got fired a week later.

    I hear staffing is really good in the garbage industry. Business is always picking up.

    3 unwritten rules of staffing

    1.

    2.

    3.

    Did you know that 3.14% of recruiters prefer pie charts?

    In closing,

    We sincerely hope you find some nuggets of use out of this post. We’re living in some hectic times and it’s no doubt easy to feel disheartened. Just remember that we are resilient as an industry and we will get through this together.


  • Thursday, March 26, 2020 10:25 AM | Denise Downing (Administrator)

    Submitted by Monster

    With the outbreak of the novel coronavirus, the world is in the midst of what could turn out to be one the of the biggest pandemics of the century—or, at the very least, a disease epidemic unlike anything the U.S. has seen in over a decade. And it’s hitting people hard where they spend a huge chunk of their time: at work.

    With massive industry conferences like South By Southwest in Austin canceling at the last minute, mandatory travel bans, quarantines, and work-from-home policies in force, companies are faced with balancing the health and safety of their employees with the need to keep the lights on.

    “There are no rulebooks for this kind of stuff,” says John Bremen, managing director of human capital and benefits for advisory firm Willis Towers Watson. “This is really a new and evolving situation.”

    Now that worldwide cases of COVID-19 are in the six figures and disease experts are warning the elderly and immune-compromised to avoid travel and crowds, we heard from workplace experts about the tough choices employers must make in the midst of the turmoil. Here, we answer some of the most asked questions about how to deal with a highly contagious virus at large.

    How do you decide whether to place travel bans or have employees work from home?

    The Centers for Disease Control and Prevention (CDC) and state health departments continue to offer guidance on this for employers, but this will also largely depend on where you operate and who your employees are. If you run a business with younger employees in a state with limited or no cases of COVID-19, it’s not urgent that you send workers home immediately.

    That said, if there are COVID-19 cases in your area, you have older or immune-compromised employees, or if your workers have traveled to a high-risk area, it may be smart to have employees work from home if they can. Nearly half (46%) of organizations are implementing remote work because of the epidemic, according to a recent survey from Willis Towers Watson.

    If you’re going to encourage employees to work remotely, your IT departments should be prepared to provide laptops to those who need them or to set up technology so employees can access company systems from home. “The CDC and the state departments of health are trying to avoid large groups of people,” says Regina Morek, a human resources consultant in Ithaca, New York. “Employers might be testing out ways they can have core staff—not a large group—at the workplace and then others working from home.”

    Regarding travel, many major employers (Amazon, Apple, Google) have restricted non-essential travel and have banned all travel to countries that have been hardest hit by COVID-19, such as China, Italy, South Korea, and Iran. Some 55% of companies are encouraging virtual meetings to decrease travel, and 47% have canceled planned conferences in certain countries, according to the Willis Towers Watson data. This has already had an impact on industries supported by business travel, such as hotels, event and conference planning, trains, and airlines.

    And of course, it goes without saying that you should encourage all employees to stay home if they have any symptoms of illness.

    How should you communicate company policy and developments to employees?

    Employers should be using any and all channels to keep workers updated. “In times like this, I think overcommunicating is absolutely fine,” Morek says. She recommends communicating via email, via phone for those employees who don’t use their email or who don’t have access to email, and creating a special area on your website or intranet for COVID-19 employee updates.

    Another option: Create a dedicated phone number employees can use to find out the status of the workplace. “Supervisors must listen to employees and allay fears, as best they can, by conveying knowledge and facts,” Morek says.

    That goes for more general COVID-19 information as well. More than half (59%) of companies have organized communication campaigns geared toward preventing the spread of the disease. (Hint: Wash your hands.)

    How should you handle absences due to COVID-19 quarantines or school closures?

    How companies manage worker absences will vary depending on that employee’s vacation allotment, their duties, and their benefits in general. If a worker gets quarantined, for instance, but they can still work from home, they may not have to take any vacation or sick leave. Some companies are also pledging to continue to pay hourly workers their regular wage even if their hours are reduced due to COVID-19. Uber is offering drivers and delivery workers 14 days of paid sick leave if they’re quarantined or ill due to the coronavirus, Olive Garden pledged this week to offer all hourly workers 40 hours of annual paid sick leave, and Walmart will provide two week’s paid sick leave without using their existing sick leave.

    For employers of workers in the service, food, delivery or healthcare industries where human contact is necessary and/or the work can’t be done remotely, it’s important that you review PTO and sick leave policies. Workers are grappling with tough choices, trying to decide between working during the outbreak or losing pay if they don’t have paid sick leave.

    In a recent Wall Street Journal report, HR consulting firm leader Arthur J. Gallagher said he anticipates companies will be willing to adjust their PTO policies due to the talent shortage many are experiencing. “With the tight labor market, most employers do not want to have to replace existing employees,” he said. “I do suspect we will see an increase in flexibility,” he said.

    “Companies are trying to do what’s in the best interest of their employees,” Bremen says. “For some, [absence might be treated as] paid time off, for some it might be sick time, and for some it might be short-term disability leave.”

    You’ll want to be clear about your policies and what will happen if workers must go home for extended absences. “Does it qualify as paid family leave?” says Matthew Burr, a human resources consultant in Elmira, New York. “Are we paying people to try to get them through the hard times or is it unpaid? Are we accepting doctor’s notes? All that stuff needs to be hammered out.”

    What policies and procedures should you employ to keep business running while following necessary protocols?

    If you don’t already have a contagious disease policy or business continuity plan, now might be a great time to create one. “If employers neglected to implement a contagious disease policy during the West Nile or Ebola virus outbreaks, the severity of the coronavirus is all the impetus companies need to develop a written policy,” says Melissa Gonzalez Boyce, JD, legal editor of human resources site XpertHR. “Written policies help prevent the spread of disease by creating work rules that promote safety through infection control and minimize the negative impact of sudden emergencies.”

    Likewise, a business continuity policy will guide business operations when decisions must be made quickly in a chaotic atmosphere. It might also outline a contingency plan for vital duties and functions if an important employee (or team) is too sick to work for an extended period.

    It’s also important to practice and encourage empathy at a time of uncertainty and stress. This is especially true since fear about COVID-19 can lead to social stigma toward certain people or places. It can also result in stigma or avoidance of people who have been quarantined for the disease. Employers can discourage negative behavior or beliefs with the following practices:

    • Maintain privacy of those who may be seeking healthcare for coronavirus
    • Share accurate information and correct misinformation about how the virus spreads
    • Speak out against negative behaviors, including negative information on social media about people or groups of people
    • Share images responsibly and ensure that they do not reinforce stereotypes
    • Thank healthcare workers and responders

    Will this send us into a recession?

    It’s early days for recession talk—and this situation is a new one for most players. “There are so many unknowns, and I think it’s very difficult to predict,” Bremen says. “I think everybody certainly hopes there’s a speedy resolution to it, and I think everybody would like to get back to business as usual. The question is how long it will be until that happens.”

    In terms of government response, there have been talks of everything from a payroll tax cut to assistance to hourly workers, which indicates that these recession fears are felt broadly and different agencies are trying to mitigate damage and prepare for economic impacts.

    In the meantime, keep in mind that recent job numbers were good and unemployment levels are still at record lows. “The markets are in panic mode right now, but I don’t think there are long-term repercussions,” Burr says. “The economy’s been doing very well. We’ve got to take it day by day and not overreact to some of the coverage.”

    Where can you get the best, most up to date info about COVID-19?

    To reduce spread of the viruus, the WHO and CDC suggest the following precautionary measures:

    • Stay home when you are sick.
    • Wash your hands often with soap and water for at least 20 seconds.
    • Avoid close contact with people who are sick.
    • Avoid touching your eyes, nose, and mouth.
    • Cover your cough or sneeze with a tissue, then throw the tissue in the trash.
    • Clean and disinfect frequently touched objects and surfaces using a regular household cleaning spray or wipe. 
    • If you have fever, cough or difficulty breathing, see medical care early.
    • Stay informed and follow advice given by your healthcare provider.


  • Thursday, March 26, 2020 10:23 AM | Denise Downing (Administrator)

    Submitted by Michael Yarrow - Withum

    On March 24, 2020, the IRS published a list of 24 questions and answers regarding Notice 2020-18, which it issued on March 20, 2020. We previously wrote an article summarizing that Notice.

    The Q&As reiterate the information in the Notice, but they do provide additional color on the scope of the extension, and almost all of the new information is taxpayer-friendly. Below is the new information sorted by category, and please read the list carefully because some of the responses are not what practitioners had expected.

    Click here to read the most current information from Withum.


  • Monday, March 16, 2020 12:14 PM | Denise Downing (Administrator)

    Due to the CDC’s recently issued recommendation to avoid gatherings with more than 50 people over the next eight weeks, NJSA has made the difficult decision to postpone the 2020 Executive Leadership Conference & Golf Outing.

    All Atlantic City casinos will be shutting down in the evening of March 16th for at least two weeks. As a result, we are unable to identify the new dates until the casino reopens. We will be targeting a new date for June 2020. As soon as we confirm the new date, notifications will be sent to all.

    Thank you again for your continued support of NJSA and your patience as we work to reschedule the conference.


  • Thursday, March 12, 2020 9:46 AM | Denise Downing (Administrator)

    The American Staffing Association is working swiftly to provide staffing companies with the information they need regarding COVID-19. Please click here for updates:  https://americanstaffing.net/coronavirus/

  • Friday, February 28, 2020 10:20 AM | Denise Downing (Administrator)

    Submitted by Haley Marketing

    Your staffing or recruiting firm would never knowingly discriminate against any individual (especially a job seeker) with disabilities, but...

    Could your staffing technology (i.e., your website) be discriminating?

    When it comes to ADA compliance for staffing websites, there’s a lot to know, including several regulations and guidelines that could impact your site:

    • Title I of the Americans with Disabilities Act (ADA) of 1990
    • ADA Standards for Accessible Design
    • Web Content Accessibility Guidelines (WCAG) 2.0 & 2.1
    • Section 508

    While each is unique, they all have a similar goal: to make electronic and information technology accessible to people with disabilities (e.g., color blindness, vision disabilities, hearing disabilities) in a way that is comparable to the access available to others..

    So, what qualities should an ADA-compliant staffing website have?

    Unless you’re both a technology and WCAG compliance expert, it can be challenging to understand how all these guidelines impact your website. So, we did it for you. Below, we summarize the four primary qualities of an ADA-compliant website:

    Your website must be PERCEIVABLE.

    • Provide text alternatives for non-text content. This impacts things like pictures, videos and even contextual meaning in your graphics or images.
    • Provide captions and other alternatives for multimedia. Video closed captioning or transcripts can improve access for hearing-impaired individuals.
    • Create content that can be presented in different ways, including by assistive technologies, without losing meaning. Make sure individuals can adequately process your content with technology such as screenreading software.
    • Make it easier for users to see and hear all the content on your website.

    Your website must be OPERABLE.

    • Make ALL functionality available from a keyboard. If visitors must use a mouse for your website, it’s not ADA-compliant.
    • Give users enough time to read and use content. For example, check the speed at which slideshows scroll.
    • Do not use content that causes seizures or physical reactions. Images and colors that flash can create problems.
    • Help users navigate and find content. Would a visually impaired individual using assistive technology be  able to find their way through your site to access the information they need?
    • Make it easier to use inputs besides a keyboard. Screen readers should work well with your site.

    Your website must be UNDERSTANDABLE.

    • Make text readable and understandable. Scrutinize your font sizes: Is it large enough to be readable?
    • Make content appear and operate in predictable ways. For example, the way someone tabs through your site must be logical and consistent.
    • Help users avoid and correct mistakes

    Your website must be ROBUST.

    • Maximize compatibility with current and future user tools. Nobody has a crystal ball, but at a minimum, your site should work well with accessibility tools like screen readers.
    • Make sure someone is staying on top of compliance changes and technology trends, so you’re able to continue meeting WCAG guidelines.

    Need help navigating ADA compliance issues?

    That’s what we’re here for! Our WCAG compliance experts know what goes into a compliant website, and we’ve revamped our Starter and Custom Sites, as well as our Job Board, to comply with WCAG 2.0. To learn more, contact a marketing educator today.  

    Click here to download the article in PDF format.


  • Friday, February 28, 2020 10:14 AM | Denise Downing (Administrator)

    Submitted by Assurance

    With technology playing a larger role than ever in the workplace, adhering to measures that improve cyber security should play just as large, if not larger, of a role alongside it. Take, for instance, a staffing company that keeps private and personal information on their computer systems that easily identifies clients or employees. Now consider what would happen if this sensitive data falls into the wrong hands via a network security breach. Well, to put it simply, this can lead to fraud, identity theft or similar cybercrimes.

    Data Privacy Going Nationwide

    All 50 U.S. states now require the protection of sensitive consumer information and the reporting of any and all data breaches. This also permits imposing punishments for any businesses who fail to comply with these data privacy laws. Due to the prevalence of federal and state data privacy laws impacting the workplace, employers may want to scrutinize their existing privacy rules to ensure they’re compliant.

    Managing Cyber Liability Risk

    It truly does not matter the size, location or industry when it comes to a cyber-attack – it can happen to you. What does matter is complying with privacy regulations and ensuring proper safeguards are in place to minimize risk and/or the fall-out of an attack.

    Here are eight ways you can minimize your company’s risk of a cyber- attack:

    1. Develop and implement an appropriate cyber security policy
    2. Create a formal process to update software, firewalls and anti-virus programs
    3. Safeguard mobile devices that hold sensitive personal data with encryption codes
    4. Safeguard personal information within the workplace, segregating payment information and personal details on a separate part of the network and restrict access
    5. Implement regular staff training on security procedures and privacy regulations
    6. Have a breach response plan in place
    7. Investigate a company’s security practices before outsourcing any business functions, such as payroll, web hosting or data processing
    8. Have an insurance policy in place to cover this type of liability

    Next Steps

    To learn more what you can do to overcome a cyber-attack, be sure to check out our e-book on cyber liability. Be sure to also get in touch with a member of the ‘A’ Team today to discuss the right policy for you.  

    Click here to download the article in PDF format.


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